ERIC Number: ED289094
Record Type: RIE
Publication Date: 1986-Apr
Reference Count: N/A
Race and Sex Discrimination in Hiring: Effects of Subject Sex and Job Status.
Gerdes, Eugenia Proctor; And Others
Research has demonstrated that discrimination against women does not occur for all high status traditionally male job positions; bias seems most likely when ambiguity in the evaluation process requires evaluators to resort to their stereotypes in order to predict performance. The same line of reasoning may apply to blacks or other minority candidates for high status traditionally white male positions. This study investigated the effect of job status on racial discrimination as well as on sex discrimination in the same hiring situation. It also examined whether own-sex favoritism in evaluations would extend to black candidates. White male and female college students (N=64) evaluated job candidates. Candidates and job descriptions varied on whether they were appropriate for high status or low status positions. Candidates also differed in race and gender. This 2x2x2x2 design yielded several three-way interactions. Information about the candidate affected perceptions of the job status and clarity of candidate description, as well as the candidates' qualifications for the job. Subjects tended to prefer their own gender for the high status job but to prefer the same-sexed black person when both jobs were considered. Regardless of job status, subjects were willing to hire the candidates, with the striking exception that male subjects rejected most of the the black female candidates. (Author/NB)
Publication Type: Reports - Research; Speeches/Meeting Papers
Education Level: N/A
Authoring Institution: N/A
Note: Paper presented at the Annual Meeting of the Eastern Psychological Association (New York, NY, April 17-20, 1986).